A fifth of staff turnover happens within the first 3 months of hiring1. That’s why getting your onboarding right from day one is so important and why we’ve put together this blog series on how to provide effective onboarding.
Comprehensive onboarding gives new hires a more positive impression of your organization and helps them become competent workers faster. In the latter instance, this helps those that did the hiring see their new hires more favorably, resulting in praise, which boosts confidence and fosters a sense of belonging – perfect ingredients for a happy and successful new hire.
So let’s get down to the nuts and bolts of what makes a successful onboarding programme. In our 30 years in business performance improvement, we’ve identified 4 crucial elements you need to include and the ways in which you need to execute them:
Typically, enrolment administration and cultural orientation are formal aspects of onboarding, which tend to be managed centrally by HR and L&D. However, belonging and role effectiveness are most often tasked to local leadership, with some support from L&D. That’s where challenges can arise as local leadership is often juggling the demands of various priorities, with onboarding subsequently falling further down the priority list. The end result is an onboarding process that becomes far from positive.
So how can you ensure a positive experience across all 4 essential elements of onboarding?
Try to put yourself in the shoes of your new hires
It may sound obvious but adopting the perspective of a new hire and looking at the experience from their viewpoint can help identify disconnects and components at risk of not getting completed.
It is essential that you define accountability and have a mechanism in place to track it. Why? Because when you have accountability for actions and technology in place to verify it, you can validate it has been carried out. This leads to several benefits, including the ability to:
Formalize the informal
We’ve already touched on the importance of belonging, cultural orientation and role effectiveness but ensuring these aspects of onboarding are met requires informal activities such as networking. This is where it is vital to formalize the informal to make sure it happens. Here are just 2 simple ways you can do this:
Now that you know the essentials of a successful onboarding programme, we’ll dive into the details of each element over the next 5 blogs in this series. So stay tuned!
In the meantime, to learn how our mobile learning and coaching app On.Board can help you create a cohesive onboarding journey, complete with accountabilities and tracking, call us on 1-727-565-2300 or visit prosell.com/onboard.
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